Effect of hotel employees’ workplace friendship on workplace deviance behaviour: Moderating role of organisational identification

Zhuang, Wen-Long; Chen, Kuan-Yang; Chang, Chia‐Lin; Guan, Xinhua; Huan, Tzung‐Cheng

doi:10.1016/j.ijhm.2020.102531

Cited by 46 publications

(44 citation statements)

References 40 publications

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“…Instead of focusing on positive behaviors, however, negative behaviors must be prevented. If an organization in the hospitality industry can reduce the employee tendency to violate organizational norms and values, then it can ensure smooth operation ( Zhuang et al, 2020 ). On the other hand, because interpersonal deviance is widely studied in the hospitality industry ( Ghosh and Shum, 2019 ; Haldorai et al, 2020 ; Jin et al, 2020 ), clearly, interpersonal deviance in hospitality must be researched to affirm the importance and relevance of such deviance to the hospitality industry.…”

Section: Introductionmentioning

confidence: 99%

Depletion of psychological, financial, and social resources in the hospitality sector during the pandemic

Nisar

Haider

Ali

et al. 2021

International Journal of Hospitality Management

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Section: Introductionmentioning

confidence: 99%

Depletion of psychological, financial, and social resources in the hospitality sector during the pandemic

Nisar

Haider

Ali

et al. 2021

International Journal of Hospitality Management

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“…Employees' deviant work behaviours refer to negative employee behaviours including production deviance, abuse, withdrawal from responsibilities, sabotage and property theft (Liang et al., 2018). Deviant behaviours are considered a threat to organisational success (Zhuang et al., 2020). Organisations in which employees exhibit deviant behaviours are unable to perform their normal operations (Gilstrap & Hart, 2020).…”

Section: Introductionmentioning

confidence: 99%

Relationship between organisational dehumanization and nurses' deviant behaviours: A moderated mediation model

et al. 2021

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Dehumanization is a concept from the field of social psychology (Leyens et al., 2001). Researchers have recently become interested in the relationships between employees and organisations and are hence paying increasing attention to the concept of organisational dehumanization (Caesens et al., 2017). Dehumanization refers to an employee's perception that the organisation considers them to be a robot. It undermines individuals' social value (Bastian & Haslam, 2011). The concept of dehumanization has also been

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“…Information accessibility is based on a broad collection of social exchange opinions and views (Chen, et al, 2015). It refers to the conditions that allow individuals to access and get useful knowledge (Zhuang et al, 2020). Also, it can be defined as the quality and quantity of information interconnected and coordinated in a way that facilitates access to members (Yu et al, 2020).…”

Section: Information Accessibilitymentioning

confidence: 99%

“…Fourth, information accessibility refers to the level of employees' effort required to obtain information from various sources. The more accessible information is, the easier it is to use the information and achieve the desired goals (Zhuang et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

تقییم الملکیة النفسیة لموظفی الفندق: المؤثرات والنتائج

العاطي¹,

دراز²

2021

مجلة کلیة السیاحة والفنادق - جامعة مدینة السادات

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Employees' psychological ownership (EPO) leads to many positive outcomes for employees and the organization. It plays a crucial role in maintaining employee relations with the organization. It has appeared as a vital indicator of employees' work behaviors (e.g., value co-creation) and attitudes (commitment and satisfaction). Given the importance of EPO in the hotel industry, it is necessary to examine its antecedents and outcomes. This research also investigates the effect of four EPO antecedents (i.e., hotel identification; psychological safety; autonomy; information accessibility) on EPO. Besides, it examines the impact of EPO on three of its outcomes, i.e., employee creativity, employee voice, and knowledge sharing behavior (KSB). To achieve these objectives, data was obtained using questionnaires. A convenience sample of 420 hotel employees from the 14 investigated hotels was chosen. A total of 345 valid questionnaire forms was retrieved, with a response rate of 82.1 percent. To analyze these forms, descriptive analysis, correlation analysis, and multiple regression analysis were used. The main results showed that the four EPO antecedents were found to positively affect EPO. Moreover, the findings indicated that EPO significantly drives the three outcomes of EPO. Thus, the practical implications of the results assist hotel practitioners in enhancing EPO, its antecedents, and outcomes more effectively. For example, it was recommended that hotels should increase EPO and its outcomes by raising EPO antecedents (e.g., hotel identification) through many practices by hotel management, such as increasing the happiness of their workers by helping them cooperate with colleagues in handling work problems.

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Effect of hotel employees’ workplace friendship on workplace deviance behaviour: Moderating role of organisational identification

Cited by 46 publications

References 40 publications

Depletion of psychological, financial, and social resources in the hospitality sector during the pandemic

Depletion of psychological, financial, and social resources in the hospitality sector during the pandemic

Relationship between organisational dehumanization and nurses' deviant behaviours: A moderated mediation model

تقییم الملکیة النفسیة لموظفی الفندق: المؤثرات والنتائج

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